What do you do if your mentees lack the readiness and capabilities for delegated tasks?

When assessing your mentee's skills, it's important to consider both their technical competencies and their soft skills. Technical competencies include domain knowledge, proficiency in relevant tools or technologies, and problem-solving abilities. Soft skills encompass communication, teamwork, time management, and adaptability, which are equally crucial for success in any role. By evaluating both aspects comprehensively, you can provide targeted guidance and support to help your mentee overcome challenges and achieve their goals effectively. Moreover, establishing clear benchmarks or milestones for skill development can help track progress and celebrate achievements along the mentoring journey.

Ofereça orientação e suporte para identificar lacunas de habilidades específicas e desenvolver um plano de ação para preenchê-las. Isso pode incluir treinamento adicional, atribuição de tarefas mais simples para desenvolver habilidades básicas e feedback construtivo para orientar seu progresso. Além disso, promova um ambiente de aprendizado contínuo, incentivando a autoconfiança e o desenvolvimento profissional dos mentorados. Esteja aberto para ajustar as expectativas e o nível de responsabilidade de acordo com a prontidão e capacidades de cada um, garantindo que as tarefas delegadas sejam realizadas com sucesso e oportunidades de crescimento sejam maximizadas.

Antes de delegar tienes que pensar en quien sería la persona adecuada para realizarlo. Debes de tener en cuenta varios aspectos entre ellos su conocimiento, su disposición y su capacidad de tiempo. De nada te vale decidir quien si le falla uno de los aspectos referidos. Por ello es muy importante que conozcas a tu gente, qué está haciendo, qué le gustaría hacer y lo que realmente sabe. Lo primero es evaluar no solo habilidades, sino también inclinaciones y disposición de asumir la tarea que tú quieres delegar

Aqui vale a velha máxima: "Delegar não é delargar". Logo, antes de distribuir atividades, projetos ou rotinas, certifique-se que seu colaborador ou time: - Entenderam a demanda; - Possuem as skills suficientes para fazê-la; - Possuem habilidades suficientes para entregá-la no prazo desejado; - Possuem um manual, padrão ou procedimento para eventuais consultas; - Possuem uma cadeia de ajuda clara e livre para acionamento.

1- comece avaliando suas habilidades. Envolver-se num diálogo aberto para compreender as suas capacidades atuais e identificar áreas específicas para melhoria 2-é crucial definir objetivos claros e alcançáveis 3-forneça aos seus pupilos a formação necessária para desenvolverem as competências que lhes faltam 4-Certifique-se de que o treinamento seja relevante para as tarefas em questão e aborde as lacunas identificadas na avaliação de competências

Mentors, remember mentoring and training are two very different things! Definitely guide your mentor and share your experiences, however, remember the training itself is often best done by someone external to yourself. SO make sure you speak with your or your mentee’s L&D and/or P&C department! They will have resources they can provide or point you towards for this. You may incorporate the program into your mentoring with accountability and unpacking.

Algo que solemos olvidar cuando delegamos es fijar reuniones de apoyo cuyo único objetivo sea ponernos a disposición de la persona en la que he delegado para ayudarles con las dudas y preguntas que pueda tener. Pensamos que si las tienes ya vendrá, pero la realidad es que muchas personas, por múltiples motivos, no piden ayuda. Otras, sin embargo, la piden en cualquier momento interrumpiéndonos constantemente con aspectos triviales y que podrían solucionar, pero para ellos es más rápido y menos laborioso preguntar. De ahí la necesidad de fijar estar reuniones iniciales de apoyo hasta asegurarnos de que ya es capaz de hacer la tarea por sí mismo.

When mentees lack readiness and capabilities for delegated tasks, it's essential to approach the situation with empathy and a focus on development. Start by assessing the specific areas where the mentee is struggling and provide targeted support and guidance. Break down tasks into smaller, more manageable steps and offer resources or training to help build necessary skills. Additionally, provide constructive feedback and encouragement to foster a growth mindset and empower the mentee to take ownership of their learning and development. Remember, showing that you CARE about your mentee sometimes means more than the tools and instruments you provide to help them.

Esteja disponível para responder perguntas, oferecer orientação e fornecer feedback enquanto seus pupilos trabalham nas tarefas delegadas. Comemore seus sucessos para reforçar o comportamento positivo e discuta quaisquer contratempos de maneira construtiva. Por fim, esteja preparado para ajustar sua abordagem de mentoria caso seus pupilos não estejam progredindo conforme o esperado

Once the goals of the relationship are set through good collaborative discussion (that draws on the ambitions of mentee as much as the experience of the mentor), remove all expectations and work with your mentee at their pace, in a structure that is most beneficial for your established goals. Its not a race to the finish line, and while it may be cliche, sometimes the reward is in the journey as much as it is in the destination,

Imagine holding up a mirror to show them what could've been—take a real example they were involved in and play back how it might've looked with delegation. Dive deep together to uncover the root of their hesitation. Why the solo act? Is it a trust issue, or maybe some uncertainty with how things are tracked and managed? It's all about getting to the heart of that resistance. Could be a trust thing, or maybe the process for keeping tabs on progress isn't clear. The goal here is to peel back the layers, find out what's really holding them back, and address it head-on.

Within the Large Petrochemical Capital Construction projects, young discipline engineers wanting to enter the project management segment typically are looking for a challenge. When developing project engineers, I target improving their understanding of the overall integrated engineering-procurement-construction work process, scope definition, and communication, especially proactive and formal communication. It is important for the project management team to meet every morning, to communicate status, current issues, and look forward for future potential issues to avoid. A team environment and open honest communication is essential for project engineers to develop.

La delegación es una habilidad esencial para cualquier responsable de equipo o incluso un profesional independiente, aunque también tiene sus inconvenientes. Uno de ellos es la falta de competencia o voluntad de la persona delegada. Si solamente es falta de preparación se puede solventar con capacitación, pero si se unen otros aspectos es mucho más complejo. Es cuestión de tener una tabla de doble entrada sobre si quiere y sabe. No quiere y no sabe - tienes un gran problema No quiere y sabe - te toca incentivar Quiere y no sabe - momento de formarle Quiere y sabe - ¡Delega!

Si carecen de habilidades trabajamos punto a punto a fortalecer esas deficiencias. También es importante darles la confianza, a veces el prueba y error deja un aprendizaje mucho más grande.